1. NAF NEWS DECEMBER 2016 Your HR Staff: Cliff Sands 884-5223
Susan Smith
Vanessa Tillman
Tracee Wiggins
In this Issue:
2017 Federal Holidays
Sunday Premium Pay
Position Classification
LWOP Rights & Responsibilities
Please check you LES to ensure that your address is current and the appropriate deductions are being made
"This agency provides reasonable accommodation to applicants with disabilities where appropriate.
If you need reasonable accommodation for any part of the application and hiring process, please notify the agency.
Determinations on requests for reasonable accommodation will be made on a case-by-case basis.”

3. CLASSIFICATION APPEALS
SUNDAY PREMIUM PAY
The Office of Personnel Management has provided guidance for employee Sunday Premium Pay as a result of the decision in Fathauer v. United States. It states that an employee (regular or flexible) who has a regularly scheduled tour of duty that begins on, ends on, or includes a Sunday is eligible for Sunday Premium Pay. The employee does not have to work eight hours on a Sunday in order to receive Sunday Premium Pay. Eight hours is the limitation upon the number of hours for which premium pay may be paid, not a minimum number of required hours. If you have more questions, please contact the Human Resources Office.
CLASSIFICATION APPEALS
An appeal is a written request made by an employee for a change in the pay system; grade or pay band, series, or title of his/her officially assigned position. An appeal may be filed by an employee individually or on behalf of a group of employees occupying identical positions (having the same pay plan, series, grade or pay band, and position number). An employee may appeal the classification of his/her position at any time
and has the right to be assisted and advised in preparing the appeal by a representative of his/her own choice, unless there is a conflict of interest. It may be helpful to speak to your supervisor or the HRO, , if you have questions about classification issues or the appeal process.

4. LWOP for Regular employees moving with head of household.
A regular employee is entitled to LWOP for up to 150 calendar days
in order to avoid a break in service when resigning from his/her position
due to an employer’s transfer of the head of household. The employee
must be a family member of either:
a. A military member who is head of household
b. A federally employed person who is the head of household
c. A non-federally employed person who is the head of household
An employee granted LWOP according to these procedures,
receives no special employment consideration as a result of this LWOP
status. Requests for LWOP is the employee’s responsibility and must be
approved by the Force Support Commander or Deputy. Employees submit
request for LWOP to his/her supervisor on SF-71 along with evidence of
sponsor’s transfer, i.e. PCS Orders. Normally annual leave is not granted
in conjunction with LWOP. An employee who is granted LWOP has to
perform duty on the last duty day prior to the start of the LWOP.
(AFMAN and AFI , )

5. You must “Use or Lose” by 31 December 2016.
ANNUAL LEAVE
“Use it or Lose it!” Don’t forget how quickly time flies!
The maximum leave that can be carried over to the next year is 240 hours.
You must “Use or Lose” by 31 December 2016.
My Biz
Log on to:
You will need to register as a first time user from any .mil computer.
Once registered, you can update your education, training, request employment verification, and print any notice of personnel action (NPA) from the My Biz application.
Stop by the Human Resources Office for assistance with your initial registration.
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